Bringing home the bacon: Testing a moderated mediation model of job insecurity, work–family conflict, and parent–child attachment

2020 ◽  
pp. 053901842097388
Author(s):  
Muhammad Waqas ◽  
Li Hongbo ◽  
Hussain Tariq ◽  
Farzan Yahya
Keyword(s):  
Adverse Effects ◽  
Family Life ◽  
Family Conflict ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Child Attachment ◽  
The Family ◽  
Work Family ◽  
Parent Child

Job insecurity, defined as a perceived loss of continuity in a job situation that can span from the loss of some subjectively important job features to the permanent loss of the job itself, has been associated with a number of adverse outcomes at organizational as well as individual levels. However, how it affects employees’ family life has gained relatively less attention. To examine this, based on role stress theory and boundary theory, this study answers how job insecurity affects parent–child attachment; so far, an ignored phenomenon. Besides, this study also investigates how segmentation preference mitigates the adverse effects of job insecurity. Based on time-lagged, 318 dyadic (including 318 parents and 318 kids) data collected from Chinese individuals, we found support for all the proposed relationships, i.e. job insecurity weakens the parent–child attachment through mediating effect of work–family conflict. The findings also conclude that employees’ segmentation preference restricts the adverse effects of job insecurity and weakens its effect on the family domain. In yielding these findings, this study not only highlights the effect of perceived job insecurity on the family domain, the mechanism through which it occurs, and the moderating effect of a given factor but also provides insights to organizations so they could improve employees’ family life. The broader contribution to theory, practical implications, and suggestions for future research are discussed.

Mediating Effect of Work-family Conflict on the Relationship between Job Insecurity and Employee Well-being

2014 ◽  
Vol 18 (3) ◽  
pp. 903-909 ◽  
Author(s):  
Bing Ma ◽  
Shanshi Liu ◽  
Donglai Liu ◽  
Hongchun Wang ◽  
Xiaolang Liu
Keyword(s):  
Family Conflict ◽  
Job Insecurity ◽  
Well Being ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Work Family ◽  
The Relationship

THE EFFECT OF WORK-FAMILY CONFLICT AND JOB INSECURITY ON INNOVATIVE BEHAVIOUR OF KOREAN WORKERS: THE MEDIATING ROLE OF ORGANISATIONAL COMMITMENT AND JOB SATISFACTION

2018 ◽  
Vol 22 (01) ◽  
pp. 1850003 ◽  
Author(s):  
SUK BONG CHOI ◽  
NICOLE CUNDIFF ◽  
KIHWAN KIM ◽  
SAJA NASSAR AKHATIB
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Job Insecurity ◽  
Organisational Commitment ◽  
Work Family Conflict ◽  
Job Stressors ◽  
Innovative Behaviour ◽  
Work Family

South Korea is becoming an advanced economy based on continuous innovative organisational efforts. Job stressors have been identified in the literature as a major hindrance to many positive organisational behaviours. We predict that job insecurity and work–family conflict will have a negative effect on innovative behaviour with mediators of job satisfaction and organisational commitment. Results from structural equation models provided support for this study. From a practical perspective, the significant negative relationships between job stressors and innovative behaviour imply the need to reduce work–family conflict and feelings of job insecurity in Korean companies in order to foster innovation.

scholarly journals Family-Friendly Policy and Work-Family Conflict Mitigation: The Role of Work-Family Boundary Negotiation

2021 ◽  
Vol 16 (1) ◽  
pp. 17-26
Author(s):  
Hooi-Ching Khor ◽  
Azura Abdullah Effendi
Keyword(s):  
Family Life ◽  
Family Conflict ◽  
Management Practices ◽  
Work And Family ◽  
Work Family Conflict ◽  
Human Resource Policy ◽  
Family Friendly ◽  
Negotiation Style ◽  
Work Family ◽  
Conflict Mitigation

Family-friendly policy is impossible to fit all working individuals. The circumstance has been revealed in work-family literature which relationship between the policy use and the work-family conflict mitigation has been found inconsistent. Little focus is given in the past studies to ensure the human resource policy is truly useful in meeting individuals’ needs. Work, family or both work and family life could be important to individuals. The distinctive life centrality requires individuals to negotiate with the significant others who have influence on their work and family life arrangements to access and use the preferred and needed family-friendly policy. Boundary management practices seem to be useful for working individuals to reduce work-family conflict. This conceptual paper aims to propose work-family boundary negotiation to buffer the relationship of family-friendly policy use and work-family conflict. Boundary theory is the underlying theory embedded to explain the phenomena. Boundary negotiation style that could be employed for accessing the policy and managing work-family boundary effectively is identified. Future directions and implications for research on negotiation in dealing with work-family issue are discussed.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

Work and Family

2017 ◽  
Author(s):  
MacKenna L. Perry ◽  
Leslie B. Hammer
Keyword(s):  
Psychological Health ◽  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
The Family ◽  
Low Levels ◽  
Work Family ◽  
Work Family Enrichment ◽  
Work Domain ◽  
Family Enrichment

Study of the intersection of work with nonwork components of individuals’ lives has most often focused on roles within nuclear and extended families but is increasingly focused on nonwork domains beyond family, such as roles within friendships, communities, leisure activities, and the self. In line with the focus of most existing literature on the family-specific domain within nonwork lives, the nonwork domain will generally be referred to here as “family.” One popular conceptualization of linking mechanisms between work and family differentiates between work-family conflict or stress, which occurs when a work role and a nonwork role are not fully compatible and results in some type of physical or psychological strain. Alternatively, work-family enrichment occurs when participation in one role benefits life in the other role. Concepts similar to work-family enrichment include work-family positive spillover and work-family facilitation; all emphasize the ways in which one role can positively impact another role. Additionally, the popular concept of work-family balance highlights either a state of low conflict and high enrichment or the presence of effectiveness and satisfaction in both roles. Broadly speaking, the links between work and family are bi-directional, such that the work domain can influence the family domain, the family domain can influence the work domain, and both can occur simultaneously. Work-family conflict and enrichment have been tied to important employee outcomes, including work (e.g., absenteeism), family (e.g., family satisfaction), and domain-unspecific outcomes (e.g., physical and psychological health), as well as to organizational outcomes (e.g., market performance). Working conditions contributing to work-family conflict and enrichment are frequently characteristic of lower wage jobs, such as low levels of control over work, high work demands, low levels of supervisor support, shift work, and temporary work that can lead to unpredictable schedules, high degrees of job insecurity, and increased health and safety hazards. Researchers are presented with unique challenges as the workplace continues to change, with more dual-earner couples, an increasingly aging workforce, and surges of technology that facilitates flexible work arrangements (e.g., telecommuting). Nonetheless, researchers and organizations work to explore relationships between work and family roles, develop policies related to work and family (i.e., national, state or local, and organizational), and build evidence-based interventions to improve organizations’ abilities to meet employees’ needs.

Conflict Segments of Women Employees of IT Sector in India

2012 ◽  
Vol 3 (1) ◽  
pp. 42-53 ◽  
Author(s):  
Aiswarya Balachandar ◽  
Ramasundaram Gurusamy
Keyword(s):  
Family Conflict ◽  
Well Being ◽  
Work Family Conflict ◽  
Moderating Variables ◽  
Women Employees ◽  
The Family ◽  
Work Family ◽  
The Impact ◽  
The Relationship ◽  
Women In India

The growth rate for women entering the workforce is expected to be greater than for men. Therefore it is possible that the financial well-being of the family may no longer fall to the male, it may be shared between the two partners or may be the sole responsibility of a single parent. These trends potentially increase the chance that work could interfere with family (WIF) or that family could interfere with work (FIW).The study is conducted to test the Impact of Organizational Commitment, Job Autonomy, Job Involvement and Climate as moderating variables on Work Family Conflict of Employed women in India. The sample size of 598 is identified and with the application of statistical tools the relationship among the said variables are estimated and its role on the Work family conflict is studied quantitatively.

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